How to Write a Winning Resume in Asia Pacific

Resumes are one of the most critical elements of a job application. They introduce candidates, showcase their skills and achievements and play a big role in determining whether they clinch an interview. In fact, research indicates that a strong, well-written resume can increase hiring probability by about 8% and even raise subsequent wages by about 10% for new labour market entrants.

Yet these vital tools can also be tricky to get right, and that’s especially the case in Asia Pacific. Across this highly diverse region, resumes aren’t one-size-fits-all: hiring market expectations differ widely by culture and employer type, with localised professional traditions frequently shaping how employers evaluate candidates online and on the page.

There are other pitfalls: multinationals often favour globally styled CVs, while smaller firms can prefer resumes that align with specific domestic conventions, such as preferred formats or inclusion of personal details.

Because of this diversity, even strong candidates submitting multiple job applications in Asia can be overlooked – not for lack of capability, but because their resumes fail to align with local presentation norms.

Read on for practical, relevant resume tips that can help candidates succeed across the region’s job markets, including localised examples.

Understanding common resume principles

Asia-Pacific may not be a single hiring market, but it does share some common resume fundamentals. Our experience with hiring practices here indicates, for example, that a one- to two-page resume is standard across most markets in the region, with senior roles often extending to three pages.

Structure also matters. Recruiters expect a clear, logical flow – typically a short professional summary, followed by experience, education and skills – that allows them to assess fit quickly.

PERSOL’s understanding of successful resumes in Asia also suggests that achievement-focused bullet points consistently outperform task lists. Employers want evidence: measurable results, impact and outcomes, not just responsibilities.

For professional roles, English-language resumes dominate, even in non-English-speaking markets – and particularly when applying to multinational employers.

AI and ATS screening: why format matters

Across the region, AI-driven applicant tracking software (ATS) systems are now a standard part of the hiring process – particularly among multinationals in markets such as Singapore, Australia, Hong Kong and India, and increasingly across Southeast Asia.

These systems scan resumes for keywords, job titles, skills alignment and clear formatting. Over-designed layouts, tables, graphics or uncommon fonts can trigger parsing errors, causing strong candidates to be screened out early – so avoid these.

In our experience, meticulously tailoring keywords for each job application in Asia also significantly improves shortlisting outcomes.

AI and ATS screening: why format matters

Across the region, AI-driven applicant tracking software (ATS) systems are now a standard part of the hiring process – particularly among multinationals in markets such as Singapore, Australia, Hong Kong and India, and increasingly across Southeast Asia.

These systems scan resumes for keywords, job titles, skills alignment and clear formatting. Over-designed layouts, tables, graphics or uncommon fonts can trigger parsing errors, causing strong candidates to be screened out early – so avoid these.

In our experience, meticulously tailoring keywords for each job application in Asia also significantly improves shortlisting outcomes.

Getting localisation right

At the same time, the way achievements are framed can differ noticeably across Asia-Pacific’s major hiring markets. Successfully localising a resume means adjusting emphasis, language and proof points to match what employers value in each market.

So, what does this look like in practice?

Singapore, Hong Kong, Australia, New Zealand

Home to a high concentration of multinational employers, these markets are heavily influenced by Western hiring practices. Our experience of hiring norms here shows that documents mirroring US or UK formats tend to perform best, although the US term ‘resume’ rather than the more British ‘CV’ is also standard.

Personal details such as photos, age or marital status are not expected and can work against candidates. Instead, recruiters strongly favour quantifiable achievements, evidence of leadership, and commercial impact.

Consider the following resume examples:

• A finance professional applying for a role in Singapore
“Led regional portfolio expansion across ASEAN, increasing AUM by 18%.”
This emphasises regional scope, commercial impact and measurable outcomes.

• An engineering professional applying for a role in Australia
“Managed cross-functional teams delivering infrastructure projects valued at AUD 25M.”
Here, the candidate is clearly highlighting leadership abilities, project scale and financial accountability.

Alignment with LinkedIn profiles also matters, as recruiters frequently cross-check experience and career progression across platforms.

Southeast Asia (Malaysia, Indonesia, Philippines, Thailand, Vietnam)

Hiring norms across these Southeast Asian markets reflect a blend of global and local expectations. Photos and personal details may be accepted by some local employers but should generally be avoided if a candidate is applying to multinational firms.

Education, certifications and language skills often carry significant weight and should be clearly listed. Other effective resume tips include using clear job titles and recognisable employer names help recruiters quickly assess seniority and credibility.

Overall, clarity and structure are often valued more than aggressive self-promotion.

For example:
• A marketing professional applying for a role in Vietnam:
“Executed digital campaigns across Facebook and TikTok with 3x ROAS.”
Here, the focus stays firmly on platform expertise and performance metrics.

North Asia (China, South Korea, Taiwan)

In North Asia, resumes often function as formal career records rather than marketing documents. Resumes tend to be more formal and detailed, with longer formats being common. Recruiters often scrutinise educational background, institutional rankings and employer reputation and place strong emphasis on career progression and stability.

In these markets, localisation expectations are higher: a local-language resume may be required alongside an English version, particularly for domestic firms. Photos also remain common in some markets, though practices are evolving.

For example:

• An operations manager applying for a role in South Korea:
“Progressed from Assistant Manager to Senior Manager over seven years, leading supply chain optimisation initiatives across three manufacturing sites and reducing operating costs by 12%.”
This foregrounds career stability, internal progression and organisational impact – signals that are consistently valued in North Asian hiring contexts.

India

India’s hiring market is fast-paced and high-volume, with a strong focus on skills, tools and technical capability. Resumes can run longer for senior or highly technical roles, particularly in IT, engineering and professional services.

Certifications, specific project work and detailed role descriptions are important here –overly generic career objectives add little value. Clear, skills-led resumes help recruiters screen efficiently at scale.

Take this example from an IT specialist’s resume:

• “Developed microservices using Java and AWS, reducing deployment time by 40%.”
This puts technical skills and efficiency gains front and centre.

Overcoming resume pitfalls

In our experience working with employers across Asia-Pacific, many strong candidates fall down on the basics. Common issues include:

• Using the same resume for every market
• Overloading personal details that aren’t locally expected or needed
• Listing responsibilities instead of measurable achievements

We also frequently see resumes with unclear or inconsistent English for regional roles, as well as applications that overlook the difference between local and multinational employers.

When in doubt, candidates should default to a clean, achievement-driven format that prioritises clarity and evidence. Small adjustments in these areas can significantly improve interview outcomes. And if you’re transitioning between countries, expert recruiter feedback can help avoid costly missteps. In our experience, professional resume reviews often improve interview conversion rates.

Driving results with the right resume decisions

In a region as diverse as Asia-Pacific, resume choices are rarely neutral – they directly shape how candidates are perceived and shortlisted.

When localisation is done well, resumes communicate fit, credibility and impact at a glance. The result is a clearer signal to employers, stronger alignment with market expectations, and a significantly more competitive position across hiring markets.

FAQ

Q1: How is a resume in Asia Pacific different from other regions?
A1: Asia Pacific is highly diverse, with hiring expectations shaped by local culture, employer type and market maturity. While multinationals often prefer Western-style resumes, domestic employers may expect different formats, levels of detail or personal information.

Q2: What is the ideal resume length in Asia Pacific?
A2: In most Asia-Pacific markets, a one- to two-page resume is standard. Senior or highly technical roles may extend to three pages, especially in markets such as India or North Asia.

Q3: Should I include a photo or personal details on my resume?
A3: This depends on the market and employer. Photos and personal details are generally discouraged for multinational roles, but may still be accepted or expected by some domestic employers in Southeast and North Asia.

Q4: Is an English-language resume acceptable in non-English-speaking markets?
A4: Yes. English resumes are widely used across Asia-Pacific, particularly for professional and multinational roles. However, some domestic employers may require a local-language version alongside an English resume.

Q5: How important are achievements versus responsibilities on a resume?
A5: Achievements are far more effective. Employers across Asia-Pacific consistently favour resumes that show measurable results, impact and outcomes rather than simple task descriptions.

Q6: How do ATS systems affect resume screening in Asia?
A6: Many employers use AI-powered applicant tracking systems. Simple formatting, clear job titles and relevant keywords improve ATS readability and increase shortlisting chances.